Welcome to a Nordic milestone in human capital productivity, to save companies millions of euros and to enable tens of thousands more colleagues in the public sector at work every day.
As an employer, private or public, to be able to offer the right support to the right employe at the right time is crucial to sustainable staffing and being a “good place to work”. To do that you first need to know the actual reasons why people are not coming to work. Aino is proud to present the new Root cause analysis, a revolutionary databased insight to the true reasons behind sickness absence. 2023 data in our platform based on more than 100 000 employees reveals that 9 of the top 10 reasons for sickness absence are in fact nonmedical, people are not actually sick.
Top 10 true reasons for sickness absence:
What does this mean for a public organization:
In a public organization with 10 000 employees and an average of 20 sick leave days per employee per year, there is a total of 200 000 days of absence per year.
– 8600 days are linked to work-life imbalance
– 9000 days are connected with conflicts in the work community
– 12 800 days are linked to work recovery challenges
– 8 800 days are linked to excessive workload
– 7200 days are linked to skills challenges or lack of challenges
There is a total of 88 000 sick leave days that can be directly affected by organizational measures and the cost of these absences are an estimated 33 million euros per year and 350 FTE are lost in productivity.
What does this mean for average private company:
In a private company with 5000 employees and an average of 7% sick leave there is a total of 87 500 days of absence per year.
– 3700 days are linked to work-life imbalance
– 4000 days are connected with conflicts in the work community
– 5600 days are linked to work recovery challenges
– 3800 days are linked to excessive workload
– 3200 days are linked to skills challenges or lack of challenges
There is a total of 38 500 sick leave days can be directly affected by organisational measures and the cost of these absences are an estimated 14 million euros per year.
The reasons for absence were identified based on the frequency of occurrence within the thousands of early support discussions logged in the Aino platform, providing insights into the actual primary drivers of sickness absences. The analysis revealed the above distribution of reasons for sickness absences.
Number one on the list is offcourse people being sick, but only counting for on average 43% (short and longterm sickness included). The rest, non- medical absence mentioned as cause 2-10 is instead due to lack of leadership and poor organization of the work, to conflicts within the work group or to personal private challenges. For the average organization, private or public, this means that almost 60% of all absence can be prevented. By implementing a more responsive and attentive leadership supported by systematic digital tools (such as ours). When employees feel included, get more confirmation and feel like part of the team, all unnecessary absences are drastically reduced. This brings the organization to its optimal productivity while becoming more socially sustainable and attractive – a win-win-win for the employees, for the supervisors and for the top management.
In a company, reduced sick leave reallocates enormous resources that instead can be used for new investments, new employees and long term stability. In a public organization this enables a sustainable work life with more nurses, police officers and teachers on the floor every day. Offering a real solution to the nationwide urgent staffing shortage of today. Public or private, this is a win-win-win opportunity for the employees, the managers and the leadership team.
If you want to know all about the real root causes for absence in your organization and how they can be prevented, contact us now to know more.
For a deeper introduction to the root cause analysis and how to reduce sickness absence please also read Ainos brand new white paper: ”The true reasons of sickness absence”
Follow the data, show that you care and dare to lead, it doesn’t have to be that hard.
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